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Dates: Tuesdays, April 2 - July 9, 2019 (classes will be held every other Tuesday)8 sessions Time: 12:30 pm - 4:30 pm

What is Leadership Development Essentials?

Leadership Development Essentials is a series of eight (8) highly interactive sessions that utilize a variety of instructional techniques including: group discussions, role playing, self-assessments, homework, and practical applications. Participants are encouraged to bring real life issues to each session to facilitate on-the-job application of the skills learned.

Participants need to understand how to effectively manage today's workforce in the day to day operation of the organization. Leadership Development training will enhance the skill set necessary to better understand their responsibility and authority to effectively manage their workforce.

Outline of Sessions:

Week 1: Leadership and Coaching Skills for Team Leaders/Supervisors/Managers Successful leaders are those who are able to adapt to the unique demands of the situation. This module covers coaching, collaboration and respect. These leadership behaviors help team leaders, managers, and supervisors focus their efforts on higher value-added activities. "Coaching helps people explore their motivation and overcome barriers that hold them back. Coaching is a useful way of developing people's skills and abilities and of boosting performance".

Week 2: Effective Communication SkillsParticipants will learn about different communication styles and techniques that create different communication perceptions. They will learn what types of approaches are necessary to communicate effectively in different types of situations.

Week 3: Conflict ResolutionParticipants will learn their personal approaches to stressful situations through assessment and understand how to address various levels of anger and stress. This workshop helps employees through the conflict resolution process, and shows them the skills to resolve conflicts on their own.

Week 4: MotivationParticipants learn how to evaluate and implement motivational theory and various techniques that can be used to foster a high performance environment. Participants discuss situations that help them apply the material on the job.

Week 5: High-Performance Teams: Developing a Culture for Growth Based on Teamwork, Trust and TransparencyParticipants learn the importance of healthy employee relationships; what strategies motivate to improve morale; understand the strategy that employees are the company's number one asset, and to instill true sense of ownership. Students will participate in trust building activities to develop mutual respect, openness, understanding and empathy, as well as helping to develop communication and teamwork skills.

Week 6: Change ManagementThis program helps individuals identify and develop the skills that make them more effective at leading change, whether the change is one they have chosen to initiate or one they have been asked to implement. Additionally, attendees gain an understanding of change reactions and how to deal with them.

Week 7: Legal ResponsibilityAlthough sexual harassment has been defined and declared illegal, several problems concerning the prevention and handling of sexual harassment continue to plague workers and employers alike. This session defines and identifies sexual harassment and offensive behaviors that could be considered harassment. Real-life episodes are discussed and the ramifications of not complying with employment laws are addressed. The Diversity training program explores four main characteristics - sterotypes, similarities, unity and benefits - by listening to the stories and thoughts of characters who actually live and work in a diverse world. Participants learn why diversity is so important and are given the definitions and tools to understand more deeply our roles in diverse workplaces.

Week 8: Performance Evaluations and Progressive Discipline This session focuses on setting performance expectations, observing and measuring performance, coaching and developing, and recognizing and rewarding performance. This session also includes a process for dealing with job-related behavior that does not meet expected and communicated performance standards. Interviewing deals with protecting the company from legal trouble and embarrassment by avoiding the wrong questions while still getting to the root of the concern behind the question.

Who Should Attend? CEO's, VP's, District Managers, Directors, Supervisors, First time supervisors, front-line and mid-level supervisors, Foremen, Coordinators, and Team Leaders responsible for directing the workforce.